"Annual Report Nov 07.pub"
Center on Disability and Employment College of Education, Health and Human Sciences University of Tennessee 2006-2007 Annual Report Center on Disability and Employment Annual Report 2006-2007 TABLE OF CONTENTS Contact Information …………………………………………………………………………..…………………………………………….1 From the Center ………………………………..……………………………………...……………………………………………………2 2006-2007 Activities at a Glance ………………………………………….…………………………………………………………3 Overview ……………………………………………………………………………….………………………………………………………….4 From Research to Practice Corporate Connections ...………………………….…………..…………………………………….…...…….………..6 Organizational Change .…………………………………….…………………………………………………..……………8 Self-Determination and Career Planning …………………...………………………………………………..……10 Supported Employment ……………………………………………..…………………………………….………………..12 Transition Services Integrated Model ………………………..………………………………………….…………..14 CRP-RCEP IV ..…………………………………………………………..…………………………….………………………….15 CDE Products 2006-2007 .…………………………….………………...…………………………………………………………...16 Center Staff ………………………………………………………………………...…………………………………………...…………..20 CDE Advisory Board ……………………………………………………………………………...……………………………………….21 CONTACT Center on Disability and Employment College of Education, Health, and Human Sciences University of Tennessee Affiliated with the: Boling Center for Developmental Disabilities UCEDD Department of Educational Psychology and Counseling 308 Conference Center Building Knoxville, TN 37996-4132 V/TDD: 865-974-9400 Fax: 865-974-9180 Email: email@example.com Website: www.cde.tennessee.edu The University of Tennessee is an EEO/AA/Title VI/Title IX/Section 504/ADA/ADEA institution in the provision of its education and employment programs and services. PAN: R01-1790-041-002-08 Center on Disability and Employment 1 Annual Report 2006-2007 FROM THE CENTER… Real success is finding your lifework in the work that you love. David McCullough It could truly be said that the staff at the Center on Disability and Employment enjoy their work. As we look back to 2006-2007 many opportunities came our way and we were pleased to impart information and assistance to the many friends and colleagues we met on the journey. Our contacts and partners in employment, self-determination, and transition encouraged us to help others find joy in their work too. Knowledge is power. Sir Francis Bacon The contents of this report indicate that the Center on Disability and Employment has made every effort to empower others with knowledge about community employment and inclusive communities for individuals with disabilities. We send a hearty Thank You to everyone who has partnered in our activities this year. We look ahead to 2007- 2008 with enthusiasm. You are invited to contact us if you have questions, requests, or just want to chat. Enjoy! Center on Disability and Employment 2 Annual Report 2006-2007 2006-2007 ACTIVITIES AT A GLANCE SERVICE 172 Trainings delivered to 3,322 learners 1,280 hours 232 Technical assistance activities delivered to 15,639 6,867 hours RESEARCH, EVALUATION & DEMONSTRATION 4 Research project in progress: • Organizational Change • Systems, Personal, Organizational, or Training Issues (SPOT) • Self-Determination • Customized Employment DISSEMINATION 276 Original products and 19,219 pieces disseminated by Center projects 11,107 Visitors per month to the Center’s website and related project websites UNIVERSITY COLLABORATION Worked with university staff and departments to partnership in training, education, and research • Rehabilitation Counseling Education • Southeast Regional Rehabilitation Continuing Education Program • Educational Psychology & Counseling • Theory & Practice in Teacher Education • Center for Literacy Studies • Center on Deafness • Disability Services PRODUCTIVITY & SCHOLARSHIP 9 Grants written 5 Refereed journal articles 64 Technical reports and non-peer reviewed articles published 90 Media products completed 94 Newsletters or other printed materials published by Center 14 Curricula packages developed OUTREACH 38 Memberships held in professional organizations 43 Professional networks developed or actively participate in 11 Professional presentations at meetings and conferences reaching 523 people 128 CDE Outreach events reaching 1,526 people Center on Disability and Employment 3 Annual Report 2006-2007 OVERVIEW of the CENTER ON DISABILITY AND EMPLOYMENT The Center on Disability and Employment endeavors to promote best practices to advance universal access for people with disabilities in employment, education, and life by fostering lifelong learning and improvement among the workforce, human service professionals, community members, and the academic environment. The Center’s mission is realized through activity in the following core functions: • Service through Training and Technical Assistance • Productivity and Scholarship • Research, Evaluation, and Demonstration • Dissemination and Outreach • University and Community Collaboration The Center's work is delivered through projects that address the following core areas of emphasis: • Transition School to Work • Employment • Employer and Workforce Development • Organizational Development Center on Disability and Employment 4 Annual Report 2006-2007 Funding and Affiliation Support from the University of Tennessee, federal re- “Finally...they gave sources, and state grants enable the Center on Disability me an award!” and Employment to pursue its mission. The Center maintains close affiliations with the Boling Center for Developmental Disabilities, a University Center for Excellence in Developmental Disabilities Education, Research, and Service (UCEDD), and the Continuing Edu- cation Program for Community Rehabilitation Providers in the Southeast Region (CRP-RCEP IV). Federal Grants • U.S. Administration on Developmental Disabilities • U.S. Department of Education, Rehabilitation Services Administration State Grants and Contracts • Tennessee Division of Special Education • Tennessee Division of Rehabilitation Services • Tennessee Division of Mental Retardation Services • North Carolina Division of Vocational Rehabilitation 2006-2007 Funding Sources Center on Disability and Employment 5 Annual Report 2006-2007 FROM RESEARCH TO PRACTICE: Corporate Connections Corporate Connections is a statewide resource center and employment service assisting companies in recruiting, hiring and retaining employees with disabilities. The purpose of the Program is to establish and maintain relationships with Tennessee companies to increase employment opportunities for individu- als with disabilities. Corporate Connections is funded by the TN Division of Rehabilitation Services and administered by the University of Tennessee, Center on Disability and Employment. The Corporate Connections Manager and six Account Representatives market the benefits of employing individuals with disabilities to the business community and link qualified job candidates with employment opportunities. The staff provide education and resource information on topics such as job accommoda- tion, accessibility, and disability management in the workplace. In addition, Corporate Connections works to conduct community events that promote awareness and educate business leaders. These Pro- grams provide employers with training and the opportunity to network with other business leaders to hear about successful em- ployment situations. This year Corporate Connections received a donation of $2500. from Tennessee Valley Authority to be used to enhance services and develop products to increase awareness and promote em- ployment for people with disabilities. Conducting and participat- ing in ongoing marketing and public relations activities increased the number of new companies served by Corporate Connections and maintained positive working relationships with existing com- panies. Corporate Connections staff participated in 529 statewide activities where this type of outreach occurred with the business community. As a result of the employment services provided to companies by Corporate Connections, there were a reported 573 applications submitted and 349 reported interviews with company accounts. Corporate Connections facilitated hiring opportunities for 334 in- dividuals. Business Leadership Program, Johnson City Center on Disability and Employment 6 Annual Report 2006-2007 International Association of Workforce Professionals Annual Individual Citation Award This year a team of community partners, including Corporate Connections Account Representative Teresa Smith, nominated a local business leader to receive The International Association of Workforce Profes- sionals Annual Individual Citation Award. This award is presented to individuals and groups who make outstanding contributions to workforce devel- opment programs. The first recipient of the award Pictured above from left: was U.S. Secretary of Labor, Frances Perkins, in Joe Wallen, Alliance for Business and Training; 1948. Other past recipients have included former Teresa Broome, Tennessee Department of La- presidents Harry Truman and John F. Kennedy, nu- bor and Workforce Development; Dave Quick, merous U.S. Senators and Representatives, educa- Advanced Call Center Technologies, tors, media representatives and other notable em- LLC (ACT); and Teresa Smith, UT CDE, Corpo- ployers including Carl Camden, CEO, Kelly Services, rate Connections Inc. The following individuals wrote and submitted the winning nomination of Dave Quick, Vice President of Human Resources, Advanced Call Center Technologies, Johnson City, Tennessee: Jimmy Zukas, a Coun- selor with the TN DHS, Division of Rehabilitation Services, Teresa Smith, University of Tennessee, Center on Disability and Employment/Corporate Connections, Teresa Broome, Tennessee Department of Labor and Workforce Development and Joe Wallen, Alliance for Business & Training/TN Customized Employ- ment Project,. Mr. Quick has contributed significantly to the improvements of the local Workforce Devel- opment Area I. Those accomplishments have not been limited to, but include: • Integration of individuals with disabilities into all aspect of his company’s workforce • Served as Chairman of the Workforce Employer Outreach Committee, where he encouraged other employers to work with people with disabilities • Participated on the Tennessee Customized Employment Project Management Team, where he pro- vided leadership resulting in employment opportunities for those with significant disabilities • Continuously strives to change the attitudes of other employers toward people with disabilities Advanced Call Center Technologies (ACT) through Vice President of Human Services Dave Quick has been a leader in Tennessee working in cooperation with the Tennessee Career Center System by providing jobs to people who have had difficulties in obtaining a job. Jimmy Zukus of DRS and Teresa Smith with Corporate Connections worked extensively with Mr. Quick in the hiring and retention of several DRS cli- ents. It is evident Quick has been a driving force in Tennessee and the nation in his initiative to reach the diversified workforce challenges. Mr. Quick was presented with 2005 Individual Citation Award at the International Association of Workplace Professionals’ 93rd 2006 International Education Conference Banquet in Louisville Kentucky on June 22, 2006. Over 300 IAWP Representatives from Canada, China, Columbia, Japan, Turks and Caicos Islands, Ukraine, and of course the United States were in attendance at the banquet. Center on Disability and Employment 7 Annual Report 2006-2007 FROM RESEARCH TO PRACTICE: Organizational Change Organizational Change is supported jointly between the North Carolina Departments of Voca- tional Rehabilitation Services and Mental Health, Developmental Disabilities and Substance Abuse Services. This contractual agreement provided technical assistance in the area of Organ- izational Change offered to participating Community Rehabilitation Providers (CRPs) throughout North Carolina. The intent of the funding agreement was to promote the philosophy of commu- nity-based employment services for North Carolinians with disabilities. The intent was to in- crease the number of participating CRPs by four each year to result in a total of 20 CRPs skilled in and practicing community-based employment services by the end of the contractual agree- ment. Community Rehabilitation Providers (CRPs) joined the North Carolina Network for Organizational Change through an application process. CRP directors submitted a proposal to receive technical assistance on Organizational Change provided by the University of Tennessee Center on Disabil- ity and Employment (UT-CDE). Each application was reviewed by the existing members of the Network to determine if the technical assistance would benefit the CRP. Technical Assistance Provided in 2006-2007 In 2006-2007 four CRPs were selected to receive the Organizational Change technical assis- tance. The UT-CDE staff provided technical assistance on Organizational Change to the 4 CRPs listed below. • Coastal Enterprises, Wilmington • Columbus Industries, Whiteville • LCI, Sanford • Randolph Vocational Workshop, Asheboro Supplemental Training Throughout the year CRPs were in various stages of implementing the self-determination train- ing for their customers in an attempt to increase the involvement of their customers (and even- tually the customers’ satisfaction) in the community-based services and employment process. Eight staff participated in the Employment Services Certificate Program The supplemental train- ings offered will result in stronger community-based services for each of the CRPs as they con- tinue to implement the goals outlined in their plan for organizational change. Organizational Change Technical Assistance Outcomes Overall, each of the 4 participating CRPs demonstrated positive change in their structural opera- tions as a result of the technical assistance process. There was a large number of outcomes. The most beneficial outcome was that staff became more aware of their value within the or- ganization. This recognition of value was demonstrated by individual staff members stepping up to lead a project team, taking responsibility for overseeing overall improvement for the CRP, and/or acting as team players to include other staff/partners in the planning and implementation of action steps. Most importantly staff responded with a renewed excitement about their role in the process. Center on Disability and Employment 8 Annual Report 2006-2007 Coastal Enterprises of Wilmington The environment at Coastal Enterprises has been exciting! Everyone is busily putting new programs and services in place. Through Organizational Change, goals were established to expand the rehabilitation program, enhance marketing efforts and improve services. An Advisory Board of well known Wilmington professionals was formed and has resulted in remarkable turnout and great ideas! A new Supported Employment program has helped customers obtain real jobs in the community for the first time. Self -Determination classes have empowered eight individuals, who have been in the program for many years and have never attempted outside employment to explore their options of community employment. The students have gained more confidence to express their opinions about personal interests and employment preferences. Coastal Enterprises is certainly meeting their goal of becoming better known in their community. They recently held an open house, to give guests an opportunity to tour the vocational training center and learn more about the services offered. The celebration also included games and treats, music and dancing, and a costume contest. Everyone was excited to meet Wilmington’s Mayor Saffo (pictured in upper right corner with Coastal Enterprises Vice President Sylvia Amick.) In addition to the Open House, staff participated in the 13th Annual Greater Wilmington Chamber of Commerce Business Expo, where they earned rave reviews for their display. Get Onboard. LCI, Inc. Things are busy at LCI and the Vocational Rehabilitation Program is no ex- ception. Ginny Connolly-Manhardt is now the Director of Careers and Reha- bilitation taking over for Meg Moss. Crystal McIver moved from the Youth Program to take over the duties of Coordinator of Rehabilitation Services. Doris Watson is our Floor Instructor and Gail Watson and Amy Burrell are continuing their jobs as Vocational Trainers. This is a great team working very hard to provide our Vocational Rehabilitation clients with quality ser- vices and a variety of jobs in the community. Some of our recent place- ments include positions in the following: • Customer service • English/Spanish translating • Cooking and kitchen prep • Veterinary staff • Dishwashing • Bagging and stocking • Landscaping • Fast food • Production Left: JC is ready for his job in the customer service department at DirectSat TV. Center on Disability and Employment 9 Annual Report 2006-2007 FROM RESEARCH TO PRACTICE: Self-Determination and Career Planning Center staff worked with a total of 18 school districts in 2006-2007. The number of school districts has increased from 1 school district since 2003. Center staff offer training and tech- nical assistance on a request basis. Self-determination information is made available in 3 tiers: Awareness, Education, and Intensive Coaching. Awareness. Information about the self-determination and career planning approach is dis- seminated via email (to school personnel), conference presentations, personal contacts, web based information, in-service trainings, and TN Division of Special Education personnel. A fact sheet is available upon request from any Tennessee school district. Education. School districts interested in the curriculum have the opportunity to request training. Schools are responsible for the cost of materials. Center staff request a variety of school personnel participate in the training. Training is conducted. School personnel are asked to develop a plan of action to incorporate the curriculum within the existing class struc- ture. Intensive Coaching. School districts interested in technical assistance in incorporating the curriculum have the opportunity to submit a proposal for intensive coaching. Center staff se- SELF-DIRECTED IEPS lect 2 school districts each year to receive intensive coaching. To date the following outlines the number of school personnel or districts that have received services (training or technical assistance) from the Center on Disability and Employment. In 2006-2007 center staff provided training and technical assistance to a total of 18 school districts throughout Tennessee. Provided training (education) to teachers in the following 18 school districts: Knox County, Tennessee School for the Deaf, Anderson County, Lenoir City, Claiborne County, Sevier County, Oak Ridge City, Cannon County, Rutherford County, Memphis City, Carter County, Bristol City, Greene County, Grundy County, Marion County, Putnam County, Franklin County, and Monroe County. Provided intensive coaching to the following 8 school districts: Anderson County, Knox County, Tennessee School for the Deaf, Sevier County, Memphis City, Lenoir City, Oak Ridge City, and Claiborne County. School Districts 20 Level One: Awareness 15 Conference and In- Service Presentations 10 Level Two: Education School Systems 5 Requesting Training Level Three: Intensive 0 Coaching up through 2006 2006-2007 Type of Service Center on Disability and Employment 10 Annual Report 2006-2007 Self-Directed Individualized Education Programs (IEPs) It is the goal of this project for students to demonstrate self-advocacy skills by first knowing their interests and preferences and then speaking out about their interests especially in their IEP meetings. Once students realize the purpose of the IEP meetings is to help guide their plans for transfer to adult life and adult services, the student become more involved in the process. Student Outcomes Student outcomes indicate that self-determination principles are being demon- strated in student behaviors. As described in the case studies below teachers report that students are: • making choices to study, speak out, get involved, etc. • taking control of their decisions and becoming responsible citizens • determining supports needed to be successful • seeking information needed to support their decisions • recognizing their successes (confirmation) because they acted SELF-DIRECTED IEPS Kevin, Facilitating IEP Meeting The defining moment for Kevin in self-determining his life was during a self-determination class. Kevin’s school schedule was interrupted throughout the day to visit the nurses’ office for medications. Being a quick learner, Kevin used his passes to the nurses’ office as a time to leisurely venture the halls, successfully cutting short his classroom engagement time. One day as Kevin readied himself to exit the self-determination class, his classmates asked, “Kevin, what kind of medications do you take?” A puzzled Kevin gazed back at them slowly replying, “I don’t know.” The students continued asking, “Don’t you think you ought to know what they’re giving you?” From that point there was a change in Kevin. He began asking questions. He asked about his medications, about his services, and paid more attention to his academic supports. He became interested in his classes. He later reported, “This is all about me. I need to know what’s going on.” Kevin now carries a medication card in his wallet to help him keep up with his medications and dosages. As a result of his self-advocacy training, Kevin, who uses a wheelchair, actively petitioned the school board to participate in school football games as part of the football team. He even pre- sented his request for the local TV station, which aired footage of him stating his goals, and probably helped influenced the school board to accommodate him. Last year Kevin facilitated his own IEP meeting, inviting 16 people to his IEP meeting, includ- ing extensive medical staff. He developed his own agenda and facilitated the meeting with assistance from his teacher. The IEP meeting was reduced from the typical 2-hour heated discussions (without Kevin’s input) to a 1 hour down-to-business planning meeting. The spe- cial education supervisor reported, “I have never seen a meeting run like this before! All stu- dents need to be doing this!” Center on Disability and Employment 11 Annual Report 2006-2007 FROM RESEARCH TO PRACTICE: Supported Employment Supported Employment Consultants provided training and education to improve access to and outcomes in community employment for job seekers served by DRS and DMRS contracted providers. The SE Consultants provided 2 hour and 6 hour training workshops for community rehabilitation provider staff as well as rehabilitation counselors and day service staff. The trainings included: Three ACES Seminars: 1) The Discovery Process, 2) Professionalizing Job Development and 3) Social Security Work Incentives. One hundred and thirty-nine (139) attended these CHARACTERISTICS OF HIGH PERFORMING AGENCIES trainings Employment Services Certificate Program with 10 participants earning national certificates. Three Advanced Supported Employment Trainings: 1) Preparing for the Job Search, 2) Link- ing and Negotiating with Employers, and 3) Workplace Supports. Three hundred and thirty -eight people (338) attended these trainings Supported Employment Consultants provided technical assistance to DRS and DMRS staff and contracted providers. • The Supported Employment Consultants met with community rehabilitation providers three hundred and sixty-three times (363) providing technical assistance and best prac- tice information. In each quarter of the year 80% of the community providers were seen at least once in the quarter. • Maintain the SPOT (System-Personal-Organizational-Training) system of tracking job seekers as they move through the SE DRS and DMRS systems. Troubleshoot with provid- ers, VR, and DMRS if there is a delay in movement through the process. The Supported Employment worked closely with the community providers and the Division of Rehabilita- tion Services to provide supports for 27 people to become successfully employed. • Develop and document a system for training staff at community provider agencies that would be required for new job coaches and job developers. Training available for existing employment staff is also listed on a training verification checklist. The suggested training includes 10 hours for new job coaches and 12 hours for new job developers. In addition the employment staff will receive 10 hours of training in employment related topics. • Assist in determining areas of improvement based on characteristics of high performing agencies and skill needs of staff. • Support Division of Rehabilitation Service personnel including topics such as Developing Natural Supports and How Supported Employment and Medicaid Waiver Work Together. The Supported Employment Consultants worked closely with the Division of Rehabilitation Services and the Division of Mental Retardation Services to identify high performing agencies and identifying the characteristics that these providers had in common. Providers: • that received continued training, • had multiple staff that were dedicated to only employment, and • had longevity of staff in the employment field, • who were more successful than providers that did not have these characteristics. Center on Disability and Employment 12 Annual Report 2006-2007 Skills Development Services, A High Performing Agency Skills Development Services, located in Tullahoma, Tennessee has offered community employment services for five years. They were one of the thirteen community rehabilitation providers (CRP) originally identified as a high performing agency. As a high performing agency Skills Development Services had to demonstrate the characteristics that identify high performance. The following characteristics make Skills Development Services a high performing agency. CHARACTERISTICS OF HIGH PERFORMING AGENCIES Designated staff In past five years this CRP has made an effort to designate staff that conducts only employment activi- ties. This characteristic allows staff to focus on specific job duties related to getting to know the cus- tomer through community based assessments and matching customer interest and available jobs. Longevity of staff Because their employment staff have had defined responsibilities over time, they have retained em- ployment developing longevity of staff in the employment program. This characteristic allows staff to develop effective relationships and partnerships with area businesses and plan future events with those partners in relation to job placements, job carving, and respect for the employment supports provided to both customers (job seekers and businesses). Multiple employment staff Given the effective services provided, in that customers achieved successful vocational outcomes, the need for staff has increased creating multiple staff in the program. This characteristic allows a team approach to employment services. The more people planning and developing the more the program will grow and be a valued community resource. Employment training All Skills Development Services Employment staff have participated in the Employment Services Certificate Program, an intensive, competency-based program that requires demonstration of best practices in employment ser- vices and the Self-Determination training. All staff participate in provider forums and any employment training offered. This characteristic allows staff Sam Garrard to stay abreast of skills, strategies and training techniques as well as to learn new ideas. Meetings with DRS staff and SE consultants Skills Develop Services staff meet regularly with rehabilitation staff and the supported employment consultants to discuss the customer interests and job preferences as well as need of the organization. This characteristic allows staff to maintain a relationship with the vocational rehabilitation counselor and supported employment consultant. This relationship, in turn, permits needed communication be- tween the entities to keep the flow of services moving and seamless. Management support to attend meetings and trainings The management at Skills Development Services encourages staff to attend meetings and trainings on a regular basis. This characteristic allows staff some decision-making in determining which meetings and trainings that will increase their knowledge, skills, and relationships related to community employ- ment services as well as applying new techniques in the workplace. Vocational program coordinator Skills Development Services employs a vocational program coordinator to oversee the employment activities. This characteristic allows staff to maintain quality employment training, strategies and ser- vices. Employment education for families, individuals, and the community Skills Development Services provides employment education for families, individuals, and the commu- nity. This characteristic enables staff to meet with groups of people to discuss best practices in com- munity employment services while addressing family/community concerns related to safety, income, and/or transportation. Center on Disability and Employment 13 Annual Report 2006-2007 FROM RESEARCH TO PRACTICE: Transition Service Integrated Model The Transition Service Integration Model is a plan for individual transitioning from school to integrated direct-hire employment, postsecondary education and inclusive access to a wide range of preferred com- munity activities and settings for students with significant disabilities. This model utilizes a one-stop workforce investment strategy which unifies the three primary systems responsible for services: the pub- lic school system, the rehabilitation system and the developmental disabilities system. It results in stu- dents exiting school with a scheduled routine for accessing work and non-work activities in natural com- munity settings, and it ensures the continued support needed to maintain these activities after gradua- tion. The Transition Service Integration Model is designed so that during participating students’ last year in school, their school system enters into a formal service contract with a local private nonprofit community rehabilitation program (CRP) that serves adults with significant support needs and that agrees to work with pending graduates before and after school exit, with the school district funding services before school exit, the rehabilitation system funding work support after exit and developmental disability sys- tems funding other community activities (i.e., non-work) support after exit. Under this model, the CRP is referred to as a “hybrid agency” because it is a provider of both the vocational rehabilitation system and the developmental disabilities system and is prepared to provide the services and supports needed to fully immerse the students with significant support needs in integrated work and community activities during off-work hours prior to graduation. Since the intended result is fully integrated direct-hire em- ployment and community activities, there is no need to assign students to a fixed classroom or school site during their last year of school. The instruction that they receive during this last year of school is provided entirely in natural job and community settings. Thus, the schools and the hybrid agencies jointly provide services to students with significant support needs who currently are enrolled in public school but are receiving educational services outside of the school building. With this information in mind it is imperative to include all agencies in the beginning stages of informa- tion sharing and planning to ensure that all of the supporting agencies understand the intended out- comes for individual participants. The cooperation and planning is essential to be successful at seam- lessly transitioning individuals from school to the adult world. Project staff were instrumental in coordinating the following: • Content information on the Transitions Systems Integration Model provided technical support on model development and implementation. • Strategic financial planning to the partners on braiding existing resources. Multiple meetings in Knox- ville with the Seamless Transition Hybrid Agency Staff discussing and finalizing budget issues for this fiscal year. Multiple meetings with the other 4 project sites to assist in planning and discovery of ser- vices/curriculum. • Funding information such as the DMRS waiting list (for services) will be relaxed in that 17 individuals from each grand division of the state are now being made eligible to begin receiving funding from DMRS. • One DMRS case manager was assigned to handle all participants for each of the TSIM projects. • Securing funding services for project sites. Center on Disability and Employment 14 Annual Report 2006-2007 FROM RESEARCH TO PRACTICE: Region IV CRP-RCEP The Region IV Continuing Education Project for Community Rehabilitation Providers (CRP-RCEP IV) was a partnership between Georgia State University and the University of Tennessee Center on Disability and Employment. Center staff provided training and technical assistance in employment best practices to community rehabilitation provider staff throughout the eight southeast states. Training and technical as- sistance topics included the Employment Services Certificate Program, Organizational Change, and Self- Determination. Several avenues for information delivery were employed: 1) on-site delivery, 2) self- paced on-line delivery, and 3) teleconferencing. Employment Services Certificate Program The Employment Services Certificate Program is an introductory, interactive, competency-based training designed for employment staff who are supporting individuals in competitive employment, supported em- ployment, transition from school to career, or customized employment. This training is founded on a competency-based curriculum that is approved by the Association of Community Rehabilitation Educators (ACRE) based on the competencies developed by APSE: The Network on Employment. DELIVERY: combination of on-site and self-paced on-line • Twenty three (23) staff in Alabama, North Carolina, and Tennessee earned a National Certificate in Employment Services. Organizational Change A teleconference series on Organizational Change was offered. Al Condeluci presented Quality in the Workplace: Simple Things You Can Do; Steve Savage presented Building High Performance Teams in Re- habilitation and Pat Rogan presented Measuring Change: Goal Setting and Follow up with a total of 95 participants representing CRPs and State Agencies in Tennessee, Iowa, North Carolina, Kentucky, South Carolina, and Georgia. DELIVERY: teleconferencing with a partnership with the University of Tennessee Center on Deafness to provide on-line captioning services. Self-Determination Self-determination training was conducted three times: one training in North Carolina Network for Organ- izational Change with 20 participants and two Tennessee trainings with a total of 12 participants. DELIVERY: on-site Seminars A series of three 1-day seminars were conducted as an alternative for the ACES Conference. The Discov- ery Process, Professionalizing Job Development Seminar and Social Security Work Incentives were con- ducted. A total of 138 participants representing CRPs and State Agencies from Tennessee and Kentucky participated. In addition the Discovery Process was repeated for 20 CRP providers in North Carolina. DELIVERY: on-site Center on Disability and Employment 15 Annual Report 2006-2007 Center on Disability and Employment Products 2006-2007 276 Products developed by CDE staff. 64 Technical Reports 86 Newsletters 5 Refereed Journal Articles 8 Non-refereed Publications 90 Media Products 14 Curricula and Instructional Materials 9 Grants 64 Technical Reports Cowherd, S. C. (2006 – 2007). Corporate connections monthly highlights report. (12 reports) Cowherd, S. C. (2006, July). Tennessee division of rehabilitation services quarterly report. Cowherd, S. C. (2006, October). Tennessee division of rehabilitation services quarterly report. Cowherd, S. C. (2007, April). Tennessee division of rehabilitation services quarterly report. Cowherd, S. C. (2007, January). Tennessee division of rehabilitation services quarterly report. Fussell, E. M. (2006, December). Center on disability and employment annual report 2005-2006. Fussell, E. M. (2006, October). Self-determination and career planning approach quarterly report. Fussell, E. M. (2006, January). Tennessee’s transition systems integrated model quarterly report. Fussell, E. M. (2006, July). Self-determination outcomes 2006-2006. Fussell, E. M. (2006, July). Self-determination and career planning annual report. Fussell, E. M. (2007, April). CRP-RCEP IV trimester report. Fussell, E. M. (2007, April). Self-determination and career planning approach quarterly report. Fussell, E. M. (2007, April). Tennessee’s transition systems integrated model quarterly report. Fussell, E. M. (2007, January). CRP-RCEP IV trimester report. Fussell, E. M. (2007, January). Self-determination and career planning approach quarterly report. Fussell, E. M. (2007, June). Self-determination and career planning approach quarterly report. Fussell, E. M. (2007, May). North Carolina organizational change (council on developmental disabilities) final report. Fussell, E. M. (2007, May). Organizational change plan for Coastal Enterprises. Fussell, E. M. (2007, May). Organizational change plan for Columbus Industries. Fussell, E. M. (2007, May). Organizational change plan for LCI. Fussell, E. M. (2007, May). Organizational change plan for Randolph Vocational Workshop. Fussell, E. M. (2007, June). Tennessee’s transition systems integrated model quarterly report. Fussell, E. M. & Skinner, A. L. (2007, April). North Carolina organizational change network report. Fussell, E. M. & Skinner, A. L. (2007, January). North Carolina organizational change network report. Gumpman, P. (2006, October). Knoxville seamless transition project survey results. Gumpman, P. (2006, October). Tennessee’s transition systems integrated model quarterly report. Nicholas, R. & Brown, K. (2006, December). WorkFORCE action grant final report. Sass, M. (2006 – 2007). Job coach training report.(6 Reports) Sass, M. (2006 – 2007). SPOT report.(12 Reports) Sass, M. & Fussell, E. M. (2007, April). Tennessee division of rehabilitation services quarterly report. Sass, M. & Fussell, E. M. (2007, January). Tennessee division of rehabilitation services quarterly report. Sass, M. & Fussell, E. M. (2006, July). Tennessee division of rehabilitation services quarterly report. Sass, M. & Fussell, E. M. (2006, October). Tennessee division of rehabilitation services quarterly report. Center on Disability and Employment 16 Annual Report 2006-2007 Skinner, A. L. & Verstegen, D. (2007, March). Organizational assessment report for Coastal Enterprises. Skinner, A. L. & Verstegen, D. (2007, March). Organizational assessment report for Columbus Indus- tries. Skinner, A. L. & Verstegen, D. (2007, March). Organizational assessment report for Lee County Indus- tries. Skinner, A. L. & Verstegen, D. (2007, March). Organizational assessment report for Randolph Vocational Workshop. 86 Newsletters Cooper, K. (2006). Supported employment tidbits. (3 Newsletters) Houser, C. (2006 – 2007). Region 5 corporate connections monthly highlights. (12 newsletters) Jones, T. (2006 – 2007). Region 2 corporate connections monthly highlights. (12 newsletters) Martin, C. (2006 – 2007). Region 3 corporate connections monthly highlights. (12 newsletters) McKinney, V. (2006 – 2007). Region 9 corporate connections monthly highlights.(12 newsletters) Powis, R. (2006 – 2007). Region 6 corporate connections monthly highlights. (12 newsletters) Sass, M. (2006 – 2007). TIE that binds. (11 newsletters) Smith, T. (2006 – 2007). Region 1 corporate connections monthly highlights. (12 newsletters) 5 Refereed Journal Articles Nicholas, R. B., Luecking, R. G., & Luecking, D. M. (2006). Customized employment: From practice to policy. Journal of Applied Rehabilitation Counseling. Luecking, D. M., Gumpman, P., Saecker, L. & Cihak, D. (2006). Perceived quality of life changes of job seekers with significant disabilities who participated in a customized employment process. Journal of Applied Rehabilitation Counseling 37(4), 22-28. Luecking, D. M. & Luecking, R. G. (2006, December). A descriptive study of customizing the employ- ment process for job seekers with significant disabilities. Journal of Applied Rehabilitation Counsel- ing 37(4), 14-21. Luecking, R. G. & Luecking, D. M. (Eds.). (2006, December). Customized employment for job seekers with significant disabilities. [Special issue]. Journal of Applied Rehabilitation Counseling 37(4). Luecking, R. G. & Luecking, D. M (2006). Introduction to special issue on customized employment for job seekers with significant disabilities. Journal of Applied Rehabilitation Counseling 31(4), 3-4. 8 Non-refereed Publications Loboda, I. (2006, October). Tennessee customized employment partnership infobrief. Vol 4, Issue 3. Queener, J. D. (2007, April). Self-determination and career planning approach. University of Tennessee: Intercom. Sass, M. (2007, April). Supported employment. University of Tennessee: Intercom. Skinner, A. L. (2007, April). Transition service integration project. University of Tennessee: Intercom. Skinner, A. L. (2007, February). Transition service integration project. Skinner, A. L. (2007, March). Bridgestone Americas mentoring day in Nashville. University of Tennessee: Intercom. Skinner, A. L. (2007, March). IAWP citation award. University of Tennessee: Intercom. Verstegen, D. (2006, October). Community employment capacity initiative funding model survey. Center on Disability and Employment 17 Annual Report 2006-2007 90 Media Products Brown, K. (2006, July). WorkFORCE employment campaign flyers. Cowherd, S. C. (2007, August). Corporate connectional employer resource material. Fussell. E. M. (2006, August). Supported employment training calendar. Fussell, E. M. (2006, July). Overview of job development training series. Fussell, E. M. (2006, July). Self-determination action plans. Fussell, E. M. (2006, September). CRP-RCEP IV information packet. Fussell, E. M. & Loboda, I. (2006, August). ACES seminars. Gumpman, P. (2006, July). Fee for service flyer. Houser, C. (2006, September). Making the ADA work for you. Loboda, I. (2007, April). CRP-RCEP IV 2007 teleconference series flyer. Loboda, I. (2007, June). Center on disability and employment brochure. Loboda, I. (2007, May). Corporate connections brochure. Loboda, I. (2007, May). Supported employment brochure. Sass, M. (2006, October. ) Supported employment provider forums. Sass, M. (2007, April). Winners at work job coach training. Sass, M. (2007, April). Workplace supports. Sass, M. (2007, May). Job coach trainer review. Houser, C. (2006 – 2007). Region 5 corporate connections job announcements.(12 newsletters) Jones, T. (2006 – 2007). Region 2 corporate connections job announcements.(12 newsletters) McKinney, V. (2006 – 2007). Region 9 corporate connections job announcements. (12 newsletters) Martin, C. (2006 – 2007). Region 3 corporate connections job announcements.(12 newsletters) Powis, R. (2006 – 2007). Region 6 corporate connections job announcements.(12 newsletters) Smith, T. (2006 – 2007). Region 1 corporate connections job announcements.(12 newsletters) Verstegen, D. (2006, August). Expanding supported employment. 14 Curricula and Instructional Materials Fussell, E. M. (2006, October). The discovery process. Fussell, E. M. (2007, March). Organizational change process. Fussell, E. M. (2007, May). Organizational design. Fussell, E. M., Verstegen, D., & Loboda, I. (2006, August). Self-determination and person centered plan- ning. Houser, C. (2006, June). Behavioral interviewing. Queener, J. D. (2007, February). The benefits of self-determination curriculum in schools. Sass, M. (2006, August). Preparing for the job search. Sass, M. (2006, December). Linking and negotiating with employers. Sass, M. (2006, September). Supported employment and Medicaid waiver. Sass, M. (2007, April). Job coach training review. Sass, M. (2007, February). Workplace supports. Sass, M. (2007, January). Characteristics of high performing agencies. Sass, M. (2007, March). Chasing the dream, what employers want. Tolbert, T. (2007, April). Overview of supported employment and Medicaid waiver. Center on Disability and Employment 18 Annual Report 2006-2007 9 Grants Fussell, E. M. (2006, December). Self-determination and career planning approach. Fussell, E. M. (2006, December). Transition service integration model. Fussell, E. M. & Skinner, A. L. (2007, May). DMRS job coach training. Fussell, E. M. & Skinner, A. L. (2007, March). North Carolina organizational change network (North Caro- lina Division of Vocational Rehabilitation). Skinner, A. L. (2007, June). National institute of mental health. Skinner, A. L. (2007, January). RSA training grant. Skinner, A. L. & Fussell, E. M. (2007, April). Regional rehabilitation continuing education project for com- munity rehabilitation providers. Skinner, A. L. & Fussell, E. M. (2007, May). Community Integrated Employment Technical Assistance and Training. Skinner, A. L. & Fussell, E. M. (2007, March). North Carolina organizational change network (North Caro- lina Council for Developmental Disabilities). Center on Disability and Employment 19 Annual Report 2006-2007 CENTER STAFF LIZ FUSSELL, M.S., Director KACY BROWN, B.A., Program Resource Specialist CRYSTAL GODWIN, A.A., Program Resource Specialist STEPHANIE COWHERD, B.A., Manager, Corporate Connections KAY DAVIS, M.S., Project Coordinator, Transition Services Integrated Model KATHIE DOBBINS, Business Manager CATHY HOUSER, B.S., Account Representative, Corporate Connections TINA JONES, B.A., Account Representative, Corporate Connections IRYNA LOBODA, M.S., Instructional Technologist CAROL MARTIN, B.S., Account Representative, Corporate Connections VERONICA MCKINNEY, B.A., Account Representative, Corporate Connections CATHERINE OREM, B.A., Supported Employment Consultant, CIETAT ROMA POWIS, B.S., Account Representative, Corporate Connections JESSICA QUEENER, B.S., Community Support Facilitator, Self-Determination LEE SAECKER, B.A., Graduate Assistant, Ph.D. candidate MIKE SASS, B.S., Supported Employment Consultant, CIETAT TERESA SMITH, B.B.A., Account Representative, Corporate Connections TASHARA TOLBERT, B.A., Supported Employment Consultant, CIETAT Center on Disability and Employment 20 Annual Report 2006-2007 CENTER ADVISORY BOARD WAYNE MULKEY, (Chair), University of Tennessee REGENA BURROW, Tennessee Division of Rehabilitation Services JULIE DAVIS, Spectrum Support JUANITA FLAKES, Tennessee Division of Rehabilitation Services JULIE HUBER, Tennessee Division of Mental Retardation Services DAN HOLTON, Tennessee Department of Labor and Workforce Development FRED PALMER, University of Tennessee Boling Center on Developmental Disabilities BOB SEXTON, Cerebral Palsy Center CAROL WESTLAKE, Tennessee Disability Coalition ROD BRAGG, Tennessee Department of Mental Health and Developmental Disabilities WANDA WILLIS, Tennessee Council on Development Disabilities WINDIE WILSON, Workforce Connections ROBERT WINSTEAD, Tennessee Division of Special Education Thank You Thank you for a great year. We all look forward to working with you in 2008. Please let us know if we can assist you in any way. Center on Disability and Employment 21 Annual Report 2006-2007 The Center on Disability and Employment would like to assist you in meeting your goals. Please visit our website for additional copies and accessible formats of this report at www.cde.tennessee.edu. Tel: 865-974-9400 Fax: 865-974-9180 Email: firstname.lastname@example.org Website: www.cde.tennessee.edu Center on Disability and Employment College of Education, Health, and Human Sciences University of Tennessee 308 Conference Center Building Knoxville, TN 37996-4132 Center on Disability and Employment Annual Report 2006-2007